Revolutionising Employee Onboarding Through Wellbeing

How the New Zealand’s Police’s Innovative Approach Can Transform Your Organisation's Induction Process

In today's competitive workplace environment, organisations are increasingly recognising that employee wellbeing isn't just a nice-to-have—it's essential for productivity, retention, and organisational success.

New Zealand Police has pioneered an innovative approach to new recruit onboarding that places wellbeing at the centre of the induction experience, offering valuable lessons for organisations across various sectors.

New Zealand Police: A Case Study in Wellbeing-Focused Onboarding

New Zealand Police implemented the "Wing Challenge"— a structured wellbeing onboarding program designed to support new police recruits (who train in groups called "Wings") through their demanding training journey. What makes this initiative particularly noteworthy is how it seamlessly integrates wellbeing into the standard onboarding process, creating a foundation for long-term employee success.

The ‘Wing Challenge’ is integrated into the broader New Zealand Police ‘Wellness Hub’ and forms part of the recruits' compulsory course requirements in order to graduate.

Key Elements Worth Adopting

1. Timing-Based Resource Deployment

Rather than overwhelming new employees with all wellbeing (and health & safety) information at once, the ‘Wing Challenge’ unlocks weekly modules precisely when recruits need them. This approach recognises that onboarding is a journey with distinct phases, each bringing unique challenges:

• Week 1-2: Orientation resources and introduction to support teams
• Following weeks: Progressive introduction of specific wellbeing topics timed to match the typical challenges emerging at each stage of their 20-week formalised training
  
  

This strategic timing ensures information is relevant, digestible and immediately applicable - a model any organisation can adapt to their onboarding timeline.

2. Comprehensive Wellbeing Coverage

The initiative can address multiple dimensions of wellbeing. Just some examples are listed below but these can be customised to your specific needs:

• Physical health: Nutrition guidance, fitness support, sleep optimisation, and injury prevention
• Mental wellbeing: Stress management, sleep optimisation, and support available
• Social connections: Maintaining relationships with family and significant others
• Digital wellbeing: Healthy boundaries with technology

3. Technology-Enabled Accessibility

The ‘Wing Challenge’ integrates into New Zealand Police’s digital ‘Wellness Hub’ accessible via mobile devices, making resources available on-demand. This tech-forward approach:

• Meets employees where they are (primarily on their mobile devices)
• Allows self-paced engagement through bite-sized learning opportunities
• Creates opportunities for family inclusion in the wellbeing journey
  
  

4. Family and Support Network Integration

Perhaps most innovatively, the program explicitly includes family members and support networks, recognising that major career transitions affect an employee's entire support system.

“The introduction of the Wing Challenge for new college recruits has enabled us to provide an extra layer of wellbeing support. Because it's customised to the unique demands that recruits face during their 20-week Royal New Zealand Police College journey, we can be confident that new recruits get the information they need when they need it most to give them the best opportunity to start their new career.  We see this as being a critical part of our onboarding process moving forward”.

Rebecca Hill, Inspector, Health Promotions Advisory Manager, New Zealand Police

Implementing a Similar Approach Within Your Organisation

While your organisation may not face the same challenges as police recruits, the structural framework of the ‘Wing Challenge’ offers a valuable template for any workplace onboarding program:

1. Create a digital wellbeing platform customised to your organisation's needs
2. Map your onboarding journey and identify stress points specific to your workplace
3. Develop targeted content addressing the unique challenges of your industry / workforce
4. Time the release of resources to coincide with typical adjustment phases
5. Include family/support networks in appropriate aspects of the onboarding process
   
   

Measurable Benefits

Organisations implementing similar wellbeing-focused onboarding can expect:

• Reduced early-stage attrition
• Faster time-to-productivity for new hires
• Lower incidence of stress-related absences
• Improved cultural integration
• Enhanced employer brand and recruitment advantages

The Business Case for Wellbeing Onboarding

While creating a comprehensive wellbeing induction program requires investment, the New Zealand Police example presents the possibilities for initiatives like this to reduce overall recruitment administrative and training costs.

In addition, by addressing wellbeing challenges proactively during onboarding, organisations can prevent costly issues before they develop.

Taking the First Step

Consider auditing your current onboarding process through a wellbeing lens. Where are new employees likely experiencing stress? What resources would help them navigate those challenges? How might you time the delivery of those resources for maximum impact?

The ‘Wing Challenge’ demonstrates that by placing employee wellbeing at the centre of the onboarding experience, organisations create not just healthier workplaces, but more effective ones. As workplaces continue evolving, this wellbeing-first approach to onboarding may soon become the new standard for organisations committed to employee success.

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For more information on implementing wellbeing-focused onboarding in your organisation, contact us today.